Organisations are not rational. At best, they are peppered with petty office politics. At worst, they are crazy places, where the fog of irrationality is difficult to penetrate.

In many organisations, rules and logic take second place to personal prejudices, rivalries and playing 'games'.

Yet what do most managers do when they need to improve the way their organisations are managed? They talk about rational things like injecting more resources, changing organisation charts, measuring competencies and devising new rules and policies.

In fact, most organisational problems have more to do with departmental rivalries, personal jealousies, ambition, greed, power struggles, self-interest groups, politics, intimidation and fear. Sexual attractions, liaisons and favours account for much of what does and doesn't get done. Unfortunately, few managers are good at seeing and understanding, let alone managing, this real-life side to work. It is usually beyond the bounds of training. Yet it is the real backcloth for much of what goes on inside organisations.

Use this audit to learn how to 'read', understand and manage the shadow side to benefit the organisation as a whole:

• Understand what the shadow side is.
• Learn why the shadow-side matters, and why it is important to gain control over it.
• Develop more highly tuned antennae that help you see the shadow-side at work.
• Acquire the analytical skills needed to tease out what is going on at any time.
• Improve individual managers' skills in managing the shadow-side.
• Bring benefits to the organisation in everyday performance, especially at times of change.

For each of the 9 themes listed below, the audit includes a detailed introduction, a questionnaire (with 20-30 questions) and space to record your thoughts, ideas, conclusions and suggestions. The process of completing the audit is designed to help your organisation think, compare, illuminate, learn, plan and improve.

• 1. Office politics
• 2. Trust and relationships
• 3. Training and development
• 4. Creativity and innovation
• 5. Reward and punishment
• 6. Target setting
• 7. Management by numbers
• 8. Change management
• 9. Organisation culture